Bài giảng QUản trị nguồn nhân lực part 1 eng

Staffing Cont.• Job analysis - Systematic process of determining skills, duties, and knowledge required for performing jobs in organization • Human resource planning - Systematic proces

Human Resource Management

Session 1 STRATEGIC HUMAN RESOURCE MANAGEMENT:

AN OVERVIEW

HR Branding

• Firm’s corporate image or culture

• Embodies values and standards that guide

peoples’ behavior

• People know what the firm stands for, the

people it hires, fit between jobs and people,

and results it recognizes and rewards

• Important in getting highest quality applicants

Human Resource Management

(2) Hum

an R esou rce

Dev elop ment

(3)

Com

pens

ation

(1) Staffing

(5 ) E m plo ye

e a nd

L ab

or Rela tio ns

(4) Safety and Health

Human Resource Management – 5 Functions

Staffing (Cont.)

• Job analysis - Systematic process of determining skills, duties, and knowledge required for

performing jobs in organization

• Human resource planning - Systematic process of

matching the internal and external supply of

people with job openings anticipated in the

organization over a specified period of time

Staffing (Cont.)

• Recruitment - Process of attracting individuals on a

timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization

• Selection - Process of choosing from a group of

applicants the individual best suited for a particular

position and the organization

(2) Human Resource Development

Human Resource Development (Cont.)

and skills needed for their present jobs

today's job; it has more long-term focus

sets career goals and identifies means to achieve them

organization to ensure that people with proper

qualifications and experiences are available when needed

Human Resource Development (Cont.)

• Organization development - Planned process of

improving organization by developing its structures,

systems, and processes to improve effectiveness and

achieving desired goals

• Performance management - Goal-oriented process

directed toward ensuring organizational processes are

in place to maximize productivity of employees, teams, and ultimately, the organization

• Performance appraisal - Formal system of review and evaluation of individual or team task performance

Compensation and Benefits:

1 Pay

2 Benefits

3 Non-financial Rewards

(3) Compensation

• Direct Financial Compensation - Pay that person

receives in form of wages, salaries, bonuses, and

commissions.

• Indirect Financial Compensation (Benefits) - All

financial rewards not included in direct compensation such as paid vacations, sick leave, holidays, and

medical insurance.

• Nonfinancial Compensation - Satisfaction that person receives from job itself or from psychological and/or

Safety and Health:

1 Safety

2 Health

(4) Safety and Health

Human Resource Research

• Human resource research is not separate function

• It pervades all HR functional areas

Environment of Human Resource Management

EXTERNAL ENVIRONMENT INTERNAL ENVIRONMENT

1

Human Resource Management

Other Functional Areas

Operations Marketing

Dev elop ment

e a nd L ab

or

R ela tio ns

Safety and Health

• Possibility of never-ending workday

• BlackBerrys, cell phones, text

messaging, and e-mail create endless possibilities for communication

• Some workers believe their

employer wants them available 24/7

HR’s Changing Role:

Questions That Are Being Asked

• Can some HR tasks be performed more efficiently by line managers or outside vendors?

• Can some HR tasks be centralized or eliminated

HR Outsourcing

• Transfers responsibility to an external provider

• Market for HR outsourcing is

Ways HR Outsourcing is Done

• Discrete services

• Multi-process services

• Total HR outsourcing

Multi-process Services

• Complete outsourcing of one

or more human resource processes

• Example: Procter & Gamble outsourced entire training operations

HR Shared Service Centers (SSCS)

Professional Employer Organization

(PEO - Employee Leasing)

Company that leases

employees to other

businesses.

Line Managers Performing

HR Tasks

• Involved with human resources

by nature of their jobs

• Line managers are now

performing some duties

typically done by HR

HR as a Strategic Partner

• HR executives must

understand complex

organizational design

• Sharp deviation from

what has traditionally

been an administrative

type role for HR

Human Capital Metrics

Measures of HR

performance

• Training return on investment

• Cost per employee for HR administration

ranges from $1,200 - $1,600

HR Scorecard

• Report card of

effectiveness of specific person

• Metrics that will best suit each company depends on variety of factors

Human Resource Executives

Vice President,

Human Resources

Vice President, Industrial Relations

Manager,

Compensation

Manager, Staffing

Manager, Training and Development

Executive:

Traditional Human Resource Functions in a

Large Firm

President and CEO

Vice President,

Marketing

Vice President, Operations

Vice President, Finance

Vice President, Human Resources

Manager,

Training and Manager,

Compensation

Manager, Staffing

Manager, Safety and

Manager, Labour

The Evolving HR Organization

HR Outsourcing

HR Shared Service Centers

Professional Employer Organization

Line Manager

A Possible Evolving HR Organization Example

President and CEO

Vice

President,

Operations

Vice President, Strategic Human Resources

Vice President, Finance

Director

of Safety and Health

Training & Compensation Staffing (Line Managers,

Vice President, Marketing